What influences women's participation in the private sector workforce in Oman?

Purpose
Women's employment has been a contentious issue in the Arab world. However, in today's
changing work conditions, workplaces, and the growth in education, women have increasingly
occupied higher-level roles, and their presence in diverse industries has expanded. The study
takes a holistic approach to female labour force participation (FLFP) in Oman, encompassing
various theories and factors influencing women's engagement in private sector jobs.
Design/methodology/approach
The research employed an exploratory design followed by a qualitative analysis based on a
constructivist grounded theory approach. The study involved 170 semi-structured face-to-face
interviews with women workers in Oman's private sector. It explored work-family conflict
(WFC), work-life balance (WLB), organizational and family support, and societal bias
impacting female labour force participation.
Findings
The low FLFP in Oman's private sector is a complex issue shaped by various interconnected
challenges. Our qualitative analysis synthesizes a conceptual framework that highlights workfamily conflict (WFC) and work-life balance (WLB) as pivotal factors behind low FLFP, as
women in the private sector face long work hours, low salaries, and high responsibilities. Our
study confirms that these women receive substantial familial support in dealing with WFC but
lack organizational support and family-friendly policies (FFPs).
Practical implications
Addressing the low participation of women in Oman's private sector labour force necessitates
comprehensive strategies encompassing legislative measures, cultural shifts, and
organizational reforms. Implementing these strategies creates an environment where women
feel empowered to participate and actively thrive in the private sector workforce.
Social implications
This study indicates the presence of some serious social issues, such as society's bias, lack of
support for working women, and the gender gap in the private sector workforce, which has
broad implications and significance for Oman. The study indicates the positive role of support
women receive from their families, organizations, and Oman labour law and what could
improve their participation further.
Originality/value
This study addresses the limited research on challenges encountered by women in Oman's
private-sector workforce. Our research addresses this gap by answering key questions,
collecting and interpreting data, and developing a comprehensive conceptual framework. This
framework aims to elucidate the factors contributing to women's reluctance to pursue privatesector employment, considering the diverse issues they confront